Leaning on universal statements when discussing generations in the workforce has implications for learning and development, explains Stephanie Hopper and Hannah-Leigh Huffelmann from Cappfinity Talent Management Practice.

How do you talk about the Generation Z workforce? Where have you got these perspectives from – are they grounded in science or societal bias?

Leaning on universal statements doesn’t stop at high level conversations. These assumptions and biases are now making their way into the learning and development space, putting this generation into pre-determined boxes where they might not actually belong.

This topic was explored in a Cappfinity webinar.

Understanding characteristics

Understanding the characteristics of a new workforce generation is important. ‘How will they learn?’ ‘What motivates them?’ ‘What key skills should be prioritised for them?’

And while there are a whole host of insights that could be shared for Generation Z, there are three themes surrounding this group that consistently crop up:

Today’s learning should embrace TikTok’s style; short, visual and repeatable to ensure it captures and sustains attention.

The key skills to focus on are self-motivation, self-awareness, accountability, and resilience.

Purpose is a big driver in careers today as this generation have grown up in a world surrounded by important causes and social issues.

But before we get ahead of ourselves and think we’ve struck gold with these themes, we should consider whether these themes are only relevant to Generation Z, or are they in fact simply good principles for all adult learners? We’d actually argue that the latter is true.

What makes Generation Z different?

Generation Z has a unique context and perspective on the world, and it’s this, above all else, that we need to keep in mind when working alongside them and designing learning and development programmes and solutions for them.

Why? Because their experiences and views of the world around them are undoubtably the root cause of many of the tensions that appear between generations at work.

6 things that have contributed to Generation Z’s perspectives

1. Pandemic education

They experienced virtual education through the pandemic which meant they had limited opportunities to network or attend in-person events. 

Tip: Provide explicit guidance and support around navigating travel, attending different offices and in person collaboration.

Tip: Spell out the opportunities to be gained from serendipitous connections in-person.

2. Virtual experience

Their virtual education, consisting of online classes and ‘broadcasts’ hasn’t provided them with the skills they need to get their voice heard in virtual work meetings. 

Tip: Provide explicit guidance on how to collaborate with colleagues in virtual and hybrid meetings.

3. Working from home is the norm

WFH is not a seismic shift they’ve had to go through, rather it’s just a fact of life that they’ve experienced from the get-go. Watching how their family members conduct themselves while WFH is likely their only source of learning. 

Tip: Help them to think about their virtual presence and their brand when they aren’t physically sitting with their colleagues.

4. Individual needs

They have been through an education system that makes accommodations at every stage for a range of needs to ensure that everyone has an opportunity to learn. 

Tip: Provide (private) opportunities for participants to declare anything which could stop them from engaging with the learning, and be open to any suggestions for accommodations.

5. Mental health advocates

They have been encouraged to talk about their mental health from the get-go; being open about challenges they are facing and the support they are engaging with to help them.

Tip: Don’t misconstrue this and paint them as a generation that are lacking in resilience. They have been taught to be open about their challenges and this openness ought to be applauded.

6. Economic anxiety

They are worried that they have started their careers during one of the worst economic times ever experienced – don’t assume that they are only focused on ‘purpose’, they care about their rewards too.

Tip: Think about how you can incrementally reward them – they are keen to progress and build their benefits/pay package. Don’t fall into the trap of believing that an inspiring vision will retain them.

Ultimately, working harmoniously within a multigenerational workforce takes work, and it shouldn’t be approached with a blanket approach. There are unique considerations that need to be addressed both in a day-to-day business setting and in the learning and development space. And these adjustments will require continuous improvement as generational needs inevitably shift and flex.

It’s also important that we learn to appreciate (not just understand) the unique contexts that each of us brings to our working world. Employing active listening and a curious mindset will help us to make this a reality day-to-day.

Leave the universal assumptions and pre-determined boxes in the past and, instead, support your Generation Z workforce with building their own, unique spaces in which they can flourish.

You may also be interested in…

From Gen A to Z: decoding the mindsets of the generations

What do Gen Z think when choosing careers?

How to empower line managers to better understand and engage Gen Z